We have spoken about the leadership styles, you free to choose. But most importantly important to be able to choose the right style for the right situation.

Leaders easily adopt their style as needed. Now I would like to review the situation and how to practise in execution the coaching style.

Coaching Style

When it works: When the leader would like to increase accountability within the team, or achieve that an individual can become accountable in its role. Coaching is used often in people’s personal development, creating leadership. Also a very powerful tool coaching, when you create team spirit. Leaders to allow problem employees to make a choise either to belong and commit or vote with there feet.

When does not work: It does not work efficient when leaders using with people, they still need strong guidance of execution. It is also a risk to use when some is emotionally strongly hearted. Coach cant heal emotional problems. In these cases the leader should encourage professional help to heal first emotional problems.

Execution: Closer and deeper interest in the person by the leader. leader’s focus is shifting from the task to the actual capabilities of the individual. The leader focus also has a dramatic shift from the short-term to the long-term. A current investment into the team individuals will return in an actual loyalty and functioning as his/her team. Clear expression about the vision itself, but less lead on how exactly the group should achieve it. Focus more on the qualities of the team, give place to people to innovate, experiment, and take risk that the leader would carry its consequences. People feel proud belonging to the group and be part of that vision and they commit to go for it. People connect themselves with the vision and the mission. The leader plays a key role to explain to the individuals how they fit into the big picture and what exactly their personal contribution means. As a result the leader focus is on buy-in for the long-term strategy.

Leader: Unlock the potential of people, identifying strengths and weaknesses, encourage employees to establish and achieve long-term goals, including in their personal life; cares about life-work balance. The leader is also clear about the employee’s role and linking people’s role to work together. Awareness and usage of emotional intelligence, self-confident, using empathy, transparent. Ongoing performance feedback, especially positive feedback

Risk of failure: using coaching with employees who lack of motivation and interest in development. When leader becomes to practise micromanagement and strong control and forgets to practise positive and regular ongoing feedback to the employee.

For a Q&A personal session about the topic, please e-mail: beatrix.gabulya@yourleadershipibc.com

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